'Gold Bond Healing Hydration' lotion does more than protect. It nourishes your skin. It's clinically shown to visibly heal, moisturize and smooth dry skin in just one use. How? A blend of seven moisturizers and three vitamins that help lock in moisture and restore the skin's moisture barrier compared to the leading moisturizing lotion gold bond healing hydrates. But for less. Save now on clinically proven skin care at goldbond.com/save. It depends on who you're venting to. It depends on the nature of your relationship with that person at work, right? Welcome back folks, it's episode 127. It's about payroll, 38 for it's about your paycheck. It's about, yeah, it's about your paycheck. And yeah, folks, it's a season in review. We are at the end of Season 10, y'all. And before we get into all the good details, what is good? May I have to be Monday to you? Happy Monday. Man, I'm good. You good? No complaints, man. We're in the home stretch of the year. Oh, my gosh. You four. You four. You four. At the door. Where all the action happens. Oh, my gosh. I can't even, man. Yeah. Well, like when all like you're in on implementations, everything is going on, a lot of moving forward. All at the same time, yeah, all at the same time, just as where we enroll pros and HR pros make the magic happen. Yeah, this is where they say, will you earn your pay? Yeah. Yeah. Ah, man, I'm all right. We're in South Florida right now. So unfortunately, there is a pending looming category five Milton storm coming. Yeah, we're just trying to make sure that we're paying attention. We're preparing properly doing start trying to stay safe as best as we can and do what we got to do. But thank God bless everybody in the path. Hopefully it just dies down to a storm, rain storm. And then nobody gets impacted. We just had a big storm last week. Folks got impacted and we lost homes and displaced and whatnot. So it's crazy, man, I just God bless everybody that was impacted God bless everybody in the path. Yeah. Thank you. Just be prepared, do what you got to do. So just dealing with that, man, folks always get like, Oh, why don't evacuate? I'm like, it's not that easy. It's easier said than done because the pick if took a bumbler with a or something that was a lot less, you know, it's not that easy. Like right now we would have to leave now driving just to get out of time. It's not supposed to hit till Wednesday morning. This is now. Yeah, Wednesday morning is when it's Monday night right now, we would need to leave right now because it takes seven hours to get out of Florida from where we're at. And with all the traffic, that's inevitably we're going to run into. Because people are, I'm sure people are leaving. We're in the back of where they are. Yeah, it's crazy. You can't just flights of ridiculous, like it's crazy. You know, what we have on our side is that I'm in the middle of the state ish closer to the Everglades than I am the coast, hopefully, you know, I'm out of the worst of it all. And hopefully everybody, nobody gets the worst of it. That's about it, man. That's about it. Yeah, definitely send a little prayers to everybody. It's in the past, like you said, God bless everybody. And it's like, it's been years, there were two stolens back in the day that this kind of happened like within a week or so when two students hit back to back like this in the same area. So, yeah, man, it's crazy, bro. It's my house for how powerful these stores are each time. You know, it's like, category four or category three, category five, so business has been crazy. Yeah, man. Yeah, man. The last weeks, did you guys get hit by that at all with the rain or whatever? We got a lot of rain. There was a lot of flooding in parts of, you know, even in my neighborhood, luckily, part of my neighborhood that I live on the hill. Hi. All I was going to say, because there's nothing but hills and valleys over there. And that people getting flooded for sure. My apartment building is on the hill. Thanks. So we went down to drive after the storm was over and then people lost the cars under cars are owned like under like underwater a little bit. Like, it was crazy, bro. You were just saying, man. Yeah. Yeah. Yeah, man, it's tough, man. It's tough. So God bless everybody. Yeah. So we are again, seasoning review folks, you know, we went to just recap what we did this season. And I always say this is a cool cheat, right? If you listen to the season review, you get a and if you miss the season or if you're joining us now, you know, we give a recap of what we covered and what our favorites were during the season. Yeah. And it may be a little sneak peek as to what we're doing next season. Yeah. Yeah. I think our biggest that can we start off? Oh, what we got to do here? No, we got to do, we got to pay some bills for us, but then I do have an article. I do know. We'll do the article first and then we can pay bills. Yeah. So it's just a quick article on pay or they, they announced that a member of pay or Christine Wilson, she's a CPP certified. She's been selected to serve on the IRS's electronic tax administration advisory committee. Oh, that's awesome. So, you know, she's going to serve for three years, beginning this month. So I think that was in September. So correct me, Ramon, Christine, if you're listening, but she's currently a global director of global payroll at talk desk, which is a full remote organization based on Washington. So just wanted to shut her out because it's good to see some payroll folks out there getting the accolades and getting these sort of opportunities, opportunities, you know, given to them and granted them the stuff. So I just wanted to shut her out. I thought it was a good article for about payroll organ, sworn to shout that out. No, and I think it's awesome that you did because for payroll for employees, they might say, why do we care? The reason that it's important for employees is to have a payroll advocate or payroll professional on these type of boards. It they get that you get to have an employee advocate, so to speak, impacting the decisions that the IRS is making because they don't really get they're out there making policies and no disrespect to them, but they're making policies and they're making things and they're doing things. They don't know how it really rolls out to someone's paycheck. Yeah. Right. But these what when a payroll professional gets these seats on these boards, it really helps them guide their decision making and so maybe she can impact some things that will help our paycheck help it be easier on us. And then on the payroll professional side, it helps make the payroll pros jobs a little easier because again, she's telling you from firsthand, she's telling a IRS, this is what we deal with. This is what we deal with. Hey, that may impact this XYZ and then the ripple effects that they don't think about. Right. Exactly. And especially with her experience, right? Like she's currently the director of global payroll. Yep. You're coming, right? Yeah. So all the experience, all the exposures he's had, yes, different tax. Taxing is in different regions of the world and the areas of the world. So she might be able to really go in here and help when it comes to all the points that you mentioned, right? Yeah. Like from a business standpoint and an employer and an employee standpoint, where they go in here and advocate for the middle class or sort of those food collar workers and stuff or whatever. I think it's great. I think it's a great opportunity and I'm excited for them. Yep. And throw some congratulations. Word up. Let's go. Let's go. All right. Let's pay some bills, man. Time Track Go, Time Track Go has introduced an innovative new feature designed to simplify time tracking for both exempt and non-exempt employees. This feature aligns with the recent changes in the Fair Labor Standards Act for salaried employees. 40-hour work weeks and accurately determining overtime when necessary, Time Track Go ensures precise employee time while maintaining accurate PTO balances. Additionally, the system can identify instances where non-exempt employees may not have reached that 40-hour threshold. More, please contact Time Track Go at 888-321-9922 or visit www.timetrackgo.com. That's T-I-M-E T-R-A-K Go.com. Let's go. Let's go. All right. Yeah, I love season and reviews because, again, I think it's really cool to talk about what we did this season, talk about where we're going next season. Folks could easily jump back on things and, oh, wow, yeah, I missed that in the season. Go check it out. So our first question is, what was your favorite thing about this season 10 R2? Well, both shows season 10 for IAP and season 4 for IAP. It's about payroll. It's about your paycheck. Why don't you go first, Will? So for me, it was those parts that we spoke to the employee impact, which is also the purpose of why we created. It's about your paycheck. But talking about the rent, what do I do if I pay my rent and what kind of do if I can't pay my rent? That was a good one, by the way. You know what I'm saying, the Workplace Bullies episode was another good one to talk about. A lot of people don't really discuss those things because maybe you're in a position as an employee or even a payroll process or a professional or even an HR professional. You might be in a position where you might be being bullied or even targeted by someone in management. And even though we don't want those things to be true, some of those things are still unfortunately happening in this day. So for me, those are some of the things that stuck out about season 4 of it's about your paycheck. And for it's about payroll, we touched on the different states. I like how we introduced that and we're starting to get more detailed about different things and focusing instead of just covering the states in one general blanket, we're actually going to start breaking those things out. So I really start enjoying that because it's refreshing some things that I already knew, but I find myself learning little nuggets here and there about different things. So that for me was stuck out so far in these two seasons. So for so far, it's about your paycheck. It's like the opposite for me, it's about your paycheck. I like that we are drilling into the little things that employees should be learning on the state levels, arming them with information. The one that sticks out for me is like how we did New York retail workers, they're limited into the hour, what are they called it, clubing, where if you close late at night and open early in the morning, there's a limit to how many hours that gap can be, how short that gap can be. So it can't be too short because if you close really late and open, I remember I have friends in retail and I think it was retail and it was another one for fast food as well. And I'm trying to, now I'm trying to be like, wait, point the point folks back to that episode, but it's in season four, it's in there. And I think it was, oh man, I don't have episode there, but for New York, anywho. You know what you should know? You should know that you should know podcast. That's what you should know. Because then you'd be in the know on all things that are timely and topical. Subscribe to the You Should Know podcast. Thanks. Little things like that. And I feel like I'm sure people abuse that and folks are getting taken advantage of and it's know your rights as an employee in different industries. Keep in mind in New York and California are two of the most employee centric states. So you need to really know your rights in the New York and California because they could be doing stuff that is not even legal. Yeah, the type, the kind of the episode was, I work in New York. What should I know? I think that's the episode. Here we go. Yes. I see. Yup. So I like that we started to, like you said, just drill down because it's so much. And as payroll professionals, we're used to covering lengthy topics and dense things and it's like a minute as an employee, I don't want to hear all this. Like I got a tension for five minutes on something good if that, right? Yeah. Yes. That's one of the key points that you made when we started this podcast for IRYP, right? It's about your paycheck. It's like you wanted it to be digestible. Yes. You don't want somebody to be talking to you for an hour. An hour. An hour. An hour. An hour. I am a consumer of podcasts. I love podcasts. And but then for news and learning, I have a little less bandwidth for it, like a little less, a lot less tolerance, actually. So because I love, and the news, they do it right. They do Wall Street Journal, Fox News, ABC News, all these different news outlets. They do it right. Three seconds, one minute, Bass Company has another one too, a minute or two, five minutes at most. And and it that's it because that's all I have the capacity for because I'm working. I'm usually listening to this stuff while I'm working. And sometimes I can't even listen to it while I'm working because I need to think and the good nuggets catch my attention and it distracts me from work. I'm like, wait a minute, I got to switch some music because you can't get into that flow rate when you're trying to learn to think, nah, I need to focus on work. So I love the little nuggets, the short, quick bites as opposed to drink champs, whereas entertaining and they are two, three hours, and it takes me days to listen to it. But yeah, I'm entertained. That's a whole other experience. You're laughing. It's touching all the senses, right? It's touching all the senses and they may say something that pisses you off. They may say something that I make you sad or something that you can relate to or something that makes you happy, can touch all the different senses and you know, that's where we're trying to get to when it comes to it. So about your paycheck, yeah, we just want to give you those short bursts of good info. And you guys, of course, you can stay alone for the ride and we've shortened our episodes as you'll notice going forward, folks, we went from an hour and change somewhere between 45 minutes and an hour and a half as something like them, right? And some of them now we are committed to doing 30 minutes, you know, that we got to cut this short. We got it. Yeah. You know, no, but we're almost done. What are you going to say? No, you're absolutely right. And that was before I was just going to say a little, a little thing about how that was after the entity. Oh, my gosh, yes, after the word that mines you, that's after cutting it down. Yeah. At least 15, 20 minutes off every episode. So and well, we've also gotten better. So it's crazy, right? Cause we've also gotten more efficient. Yeah. Like we don't go on tangents now that I think the 30 minute limit, that's what we put ourselves in. Give or take five minutes, folks. Yeah. But the 30 minute limit has made us more efficient at just we're watching the time. We're on topic. We're on subject. So we promise to deliver that. I love that part, the evolution. Yes, being more intentional. This is two years in the making for us that, and it's all been amazing things. That's all it's about your paycheck. So now it's about payroll. I love that we did. We started off season 10 doing a swap cast with Pete and Julie from payroll and HR 2.0. They're so cool, man. I love, I got to, we got, I think we got to do that again with them. And now that we're label mates, we're network mates with Pete and Julie, shout out to work defined. We have joined a network, a podcast network that the payroll and HR 2.0 show is on. And there are a few other shows. So listen out, you'll hear, you're going to start to hear promos in our shows of the other shows on our network, and I'm so excited to work with these guys, man, and work with the network. It's been really, it's an honor to just be considered for these things. So that was huge in this season to join the network, work, shout out to work defined. And IP continues to go along, man. We get amazing support from our payroll colleague needs, shout out to all the payrollers out there. So that's our guests, too. We have some amazing guests, Tiffany Brown. Yes. How come so well? Yes. Keenan. Yes. Oh, man. That's right. Yes. Britney fur. Oh, no. Yeah. Britney fur has been on. We were supposed to do. We did, we recorded an episode, but the sound quality was horrible. And now I'm bugging her to try to get back on because we still got to make up that episode, Britney. Britney. You're listening. Yup. We're waiting for you, but she's busy. Shout out to Britney because she is also a creator in the payroll space. She's an amazing creative person in the payroll space. I love what she's bringing to the table. Just a single force to be reckoned with out there doing her thing. You know, go check her out, Britney fur out on LinkedIn. She's building her audience. Matter of fact, she blessed me with this poster right here for the National Payroll Week. I have a payday t-shirt that I got from her, like I rocked it or a National Payroll. I got to, I wear it on the weekends a lot and I just got to, so it's always dirty during the week because I'd be wearing it on the weekends. I got to keep it for the Monday nights. Yeah. Okay, man. Yeah. Good season. Good season. Before we move to our next question here, you know, oh, damn, we got another question. We did the, it was National Payroll Week during. Yes. Here's the 10 and we did those little segments, those little information bites that we put out. That was really exciting. Yes. Good. I enjoyed doing that. You know, every day of me and what alternated, we dropped a little, just a little info, just a little something. Just a little something more for National Payroll Week, just getting some more content out there. Shut your, go check my boy, walk out on TikTok. War is building such an incredible presence out on TikTok. He's almost at a thousand. Please help us get to a thousand. Yeah. Walter, do you know your at thing on TikTok payroll? Yeah. On TikTok. But if we get to, when we get to a thousand, we're going to go live. Yeah. A lot of my posts are just about positivity, about food for stuff like that, you know, things to keep in mind, just in your professional, your personal life and stuff like that. Oh, yeah. I'm going to, I think it's just, I think it's a good life lesson as well, just dropping out against on life. Something that I had encouraged him about for a long time, because he's always such a, he's a thoughtful person, always giving grace like, I was like, girl, you need to do something with that. And he did. And it's building on TikTok. We're almost at a thousand over there. So please go support payroll ninja on TikTok. Get us, get him to a thousand so we could be due to go live. Yeah. Let's move to the next question. What can listeners expect from upcoming season, a more efficient, effective show? Right. Again, dropping down to 30 minutes, more attention, work defined, being more intentional. Have you ever been to a webinar where the topic was great? But there wasn't enough time to ask questions or have a dialogue to learn more. Well, welcome to HR Imperial 2.0, the podcast where those post webinar questions become episodes. We feature HR practitioners, leaders and founders of HR, payroll and workplace innovation and transformation, sharing their insights and lessons learned from the trenches. We dig in to share the knowledge and tips that can help modern HR and payroll leaders navigate the challenges and opportunities ahead. So join us for highly authentic unscripted conversations and let's learn together. And really, we are going to continue to focus in on the states as far as paycheck is concerned. And I love, we talk about it offline a lot. I love gearing the show to the employees because it's two for the price of one for pay rollers. Yeah. Right. Anything we talk about on a paycheck impacts a pay roller. So with they already know, right, like we're talking about a Texas or California or a New York, legislative compliance, whatever it is, they already know, oh, wait a minute, what? That's true. Oh, hold on now. They do audits and do things and catch that in their systems and in there, they got the data. They could look for it in their data to see if it's happening. And so it's true for the price of one for it's about your paycheck. And then we will still continue to do it's about payroll. What we try to do in 10 and this, these past two seasons is we wanted to do one show and broadcast it on both networks, on both channels, right, both shows. It was an experiment. It works sometimes, but it doesn't work every time. So now that we are on work defined and we're building, continue to build these platforms and these shows, we're going to be intentional about making sure that we give it's about your paycheck. It's due respect. It's about payroll. It's a respect. So we're still going to develop the things about like when a topic doesn't serve both audiences, then it's going to be two different shows. If it does serve both audiences, then it'll be one show. They probably won't notice too much, but it's about the payroll is might go over to the other one and be like, oh, I just heard this over there, I'll wait to the next one. So it's something to think about. We're going to be more intentional about those things and just servicing both audiences. What do you think? What do you think? You can drop the mic on that and everything you started, I guess, exactly where I was going with it. Okay. We're just going to keep learning, keep growing and keep going. Keep going. More guests. Keep going. Ooh, you know, I do want to do what I have been doing is reaching out to other creators on TikTok and Instagram to come on the show and share with us. You know what I mean? There is, I don't know if you've seen Veronica, she does a lot of HR stuff on TikTok and Instagram. I would love to get out of it. But the thing is, these really popular creators probably get so much in boxes, they have flooded way. So it's hard to find, it's hard to get them to give us a tangent and there's another one I just found coupon queen in Orlando. No, I sent it to you. Yeah, you did. Just breaking it down. We're saving money to showing you how to go to Publix and people. For the employees. Yeah. It's just for the employees. Exactly. Both of them really. You see, Veronica could be for both audiences and then yeah, coupon queen is, gear definitely yeah. It's about your paycheck. How do you leverage that money? How do you stretch a dollar? And um, and I look, so I'm trying to get folks like that onto the show for the employees where it's about your paycheck. So we can learn, folks can learn how to, oh man, I didn't even think about it because the coupon queen, I hope this goes viral and gets her attention because she does publics, I think she does a ton of other things too, but the ones I catch are publics like people complaining that publics is expensive. He bunks that she's get the app, get the flyers as well as manufacturers, and you get a lot of coupons. You save money that way. Yeah. I saw her link tree. She has a ton of other things that she's doing. So I would love for her to come on and be excited to each other. Yeah. So I just, I don't know how to get at these creators, folks. If you all know how to get at these creators somehow in a more effective manner, please let us know. You can DM them. You can tag them in this one. I can't DM her. She doesn't take DMs on TikTok, maybe on Instagram, maybe I could switch to Instagram, but I tried it, but so yet I was like, oh man, she should even take DMs. Yeah, maybe mention her like something like that or whatever. I dropped it in the comments, but of course she gets, she's popular, she gets thousands of comments. A lot of with that. Yeah. Yeah. Things like that, more things like that, more payroll professionals on and yeah, good guests, good content, continuing on building on network work defined will bring new horizons and new milestones that will hit. Yeah, man. I'm excited, bro. I'm excited. Me too. All right. What's our things? Great stuff. So this is more sort of like employee centric. Good. I feel like as payroll pros, as employers, because we still are our employees, you know, this is an employee thing that works both for you, Brian. And those are, you are listening. I want you to think about this question too. So anytime we actually try to these questions, I want you to think about it as well for yourself as the employee or the professional listening to this, right? Do you feel that venting about work to your coworkers is more beneficial or homesful period? To beneficial, harmful for ourselves and our, yeah, it's a tough one, man. I'll go because I have my mask. Oh, go for it. So I, for me, and I don't like to be in this great, the gray area. But for me, I think it depends. It depends on who you're venting to. It depends on the nature of your relationship with that person at work, right? And like you said, something you always say, this squeaky wheel is the oil, right? Yeah. And if you're rigid to the right person, it could eventually be beneficial for you. If you vent to the wrong person, you know, there's some people out there who are playing the game. They'll take that information and either they'll spread the information or they'll judge you or both. I think that in my opinion, I think that it honestly depends. Okay. That's fair. That's fair. I think that you should only do it. And I think this is more of a, I think this is a good rule of thumb for life, not only work or whatever. But vent, don't say things behind somebody's back that you can't say to them to their face. That's how I operate. Before we move on, I need to let you know about my friend, Mark Feffer and his show, People Tech. If you're looking for the latest on product development, marketing, funding, big deals happening in talent acquisition, HR, HCM, that's the show you need to listen to. Go to the Work Defined Network, search up People Tech, Mark Feffer. You can find them anywhere. If it's people-driven, it could be, it could be some things that nobody even has control over. Oh, I got to vent around about the storm and oh my gosh, we got to work through the storm. You know, I was inside a store and I was like, you guys closing for, and they're like, no, we're essential. We got to stay over. I was like, oh damn. Yeah. So I was like, oh, you know, so that has no people impact. There's just a company pilot, like what are you going to do? So be honest, if you're venting and there's people involved in that then, I think, but again, I always, there's a phrase that I heard that really helped me understand is, don't tell me what, or something like, don't tell me what somebody told about me, like, yeah, don't tell me why did they tell you, right? Something like that. I'm not saying it, but there's something like that. Yeah, here it goes. Don't tell me what people said about me. Tell me why they were so comfortable telling you, there you go, there you go. Thank you. We got that. I found that quick. So I just, now I just operate in a manner where I'm not going to say it to anybody, unless I'm willing to say it in front of the, whether I'm talking about or if it impacts that person, you know what I'm saying? Yeah. If it's people centric. I think it's a good rule of thumb because if you may be having, you may actually be having an issue, a legitimate issue with a person. Yep. I think you need to identify if this a people, if it's a person problem, or if it's a policy or process problems like you, right, or speaking to, right, find out which P it is. People process. Yeah. Yeah. Popping, you know, find out which one it is, right? Yeah. The three piece. Yeah. Joel are old boss and mentor, Joel Connell used to say it's three P's as he said, doing business period is three P's. People, whether it people policy, you know, people process, what'd you just say? People. You know, process or policy, there you go. Yep. So, you know, so yeah, but again, yeah, I just, so whether it's beneficial, what is good or bad, I'm not going to say it unless I'm willing to say it to your face. Yeah. You know what I mean? I don't like I'm not trying to talk behind nobody's back. And look, sometimes you venting may be the, I always say the first domino is the first to fall in that chain of change, right? It's true. So no doubt. Even if it's harmful to you, even if it's harmful to you there and people say, oh, you're an ass, you're an asshole, right? But because you said something may have caused, may have challenged the way people think and do things there. That's why I say it depends, bro. And some of you might be like, I don't say that at all. Some of you might be like, yeah, I'm not at work. Yeah. No, it's people. I think that's crazy to to hear you don't vent at all. I don't believe that maybe you don't vent at work and maybe you're very specific or maybe you know, some people just kind of, I think people have to let it out and blow up steam is the phrase, right? Yeah. Have some type of outlet. If I'm being vulnerable, I had taken a mental health test recently and I guess it checked for depression for one of them was one of the things and my doctor came back and was like, you're either lying or that was the only conclusion she had. She's like, you're not taking this seriously. She's like, you're not taking this seriously, you're lying because my score was zero for depression. And she said, everybody has a score. There's no even the most healthiest person has a score for depression. And I think it was like worrying or something like that, the other category. And I came up zero on both. She's you're not being honest. And so then working through those things, because I think what it really leads to is detachment, like when if something gets too stressful, I may detach in this connect and not be dealing with it and not venting properly and not talking through the things properly and dealing with things probably. I don't know how I got there, but just sharing folks. Thank you for that. Thank you for that. There's somebody who was listening to this episode right now that that is going to strike a chord in them and I think you for expressing that and sharing that with us and the payroll community, man, because we need more transparency as I was one of the things that Keenan spoke about. I was just going to start out eating out. Yeah. Exactly right. I was just going to show Keenan now because he's ever since I talked to Keenan last year, I was on his show and then we had Keenan on this show, just an amazing dude pushing wellness and positivity and his company is great and Francis is the name of his company and go check him out. And yeah, yeah, again, I don't know what got me there, but being honest, venting, blown off state, like you need outlet, people need outlets. I think maybe that was the thread, but yeah, just being honest about things, sir, I think that said, man, yes, does it is a harmful hurtful? I think you need to think you need to be honest at the end of the day and I think that whatever you say, you got to be willing to say it if it's a person on the other end of it that you're talking about. So you got to be able to, if you can't, don't say it, then don't bring it up. Yep. All right. That's it, man. Let's see it. So yeah, look out, folks. We're going to keep on rolling here and we'll be starting up the next season next week. You'll hear season 11 and five. Yeah. And it's a payroll true, true crime. True. Yes. Yes. There's a Wendy's story. Yeah. That I want to talk about. I think Brittany first sent the test, right? Yes, you did. Yep. Brittany, we doing that one. You should come on and do it with us. Yeah. Big time. Big time. See, you big time in us now. You haven't got big honors now, so you, you big time in us, you busy, but she's a mom as well. Yeah. Right. I'm just, we just busting your chops, but we'll definitely, she'll definitely come back on. That's a matter of time. But yeah, I like the Wendy's story. I think it's a great, I think it's great. Both sides, you know, a great employee. There's an employee thing to learn on that as an employee. And of course, payroll side is always something, again, anything that deals with paycheck and employee is going to have some learning fights for payroll people. That'll be a cool show on both platforms. And that's it, man. That's it. Everybody. We love you. Peace. Before we sign off, here are a couple quick things. Don't forget to follow. It's about payroll on LinkedIn and it's about your paycheck on Facebook and TikTok. Thank you for being part of our payroll community and thank you for being a part of this journey with us. Until the next time, keep learning, keep growing, and most importantly, keep going. Bye. for now. for now. Bye. for now. You [BLANK_AUDIO]
In the final episode of Season 4 for 'It's About Your Paycheck' the hosts reflect on their journey and the evolution of the podcasts. The episode covers discussions about the potential impact of venting at work, advisories on staying safe amidst a looming storm in South Florida, and the importance of having payroll professionals in decision-making positions like the IRS's Electronic Tax Administration Advisory Committee. The significance of concise content delivery and engaging guest appearances are emphasized. The hosts also express excitement about joining the podcast network, Work Defined, and highlight their plans for the upcoming seasons, including featuring guest creators specializing in advice for employees. The episode emphasizes the importance of knowing employee rights, especially in states like New York and California, and explores the show's commitment to remain employee-centric while being informative for payroll professionals.
00:00 Introduction and Greetings
00:22 Season 10 Finale: Reflections and Updates
01:17 Weather Woes: Preparing for the Storm
04:32 Season Recap: Highlights and Favorites
05:11 Payroll News: PAYORG Announcement
08:16 Sponsorship Shoutout: TimeTrakGO
09:16 Season Review: Key Takeaways and Future Plans
17:36 Network Collaborations and Exciting Guests
18:25 Shoutout to Britney Furr
19:42 National Payroll Week Highlights
20:08 Building a Presence on TikTok
21:11 Upcoming Season Expectations
23:38 Engaging with Other Creators
26:48 The Importance of Venting at Work
33:33 Transparency and Wellness in Payroll
34:58 True Crime and Payroll Stories
36:05 Final Thoughts and Sign Off
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